Orthopedic surgeons are among the highest revenue generators in outpatient surgical care. A full-time orthopedic surgeon typically performs between 400 and 700 procedures annually. With per-case revenue ranging from $2,000 to

 $6,000 (and higher for procedures like total joints or spine surgery), the absence of one orthopedic surgeon can lead to an annual revenue shortfall between $1.5 million and $4 million. 

General surgeons contribute both volume and procedural diversity. Performing 250–500 cases per year, with per-case revenue averaging $1,000 to $3,500, a general surgeon’s absence can equate to lost annual revenue of $750,000 to $1.5 million. 

Secondary impacts include: 

• Decreased referrals, especially for GI and diagnostic procedures 
• Less efficient use of anesthesia and PACU staffing 
• Weakened case mix diversity, affecting payer contracts and performance metrics 

The departure of a key surgeon creates downstream effects beyond top-line revenue loss: 

• OR Underutilization: Lower productivity and lost billing opportunities 
• Idle Clinical Staff: RN and surgical techs scheduled for underfilled ORs 
• Ancillary Service Declines: Reduced volume for physical therapy, imaging, and labs 
• Contractual Penalties: Underperformance in bundled payment or value-based care arrangements 

Losing a high-volume orthopedic or general surgeon can cost an ASC $750,000 to $4 million in revenue annually, with ripple effects across staffing, scheduling, and reimbursement models. Retaining talent and having a proactive recruitment strategy is vital to safeguarding long-term financial viability. 

There is a cost to these vacancies—if you’re not tracking time-to-fill or the loss revenue as part of your recruitment strategy, it’s time to consider the opportunity cost associated with these vacancies.  

The financial impact of losing a surgeon at an ASC cannot be overstated. In a highly optimized environment, even one vacancy can disrupt multiple aspects of care delivery and revenue generation. Concurrently, understanding national salary benchmarks helps ASCs remain competitive and retain top-tier talent. A deliberate, informed staffing strategy is essential for sustainability and growth. 

If you are struggling with a tough hire or that opening has been vacant for too long, contact LeaderStat today to see how we can help you find the right fit, fast.